Managing a Training Session Part 1

When Performance Matters

Managing a Training Session


Establish the right atmosphere and adopt a helpful attitude


This is an ongoing requirement for all effective trainers.  They should set high standards, set a good example and communicate the benefits of, and support for, personal development and improvement.  They should not cause anxiety regarding the consequences of making mistakes.  Rather, they should clearly show that although mistakes must be avoided where possible, then if mistakes do occur, putting them right should be seen as a learning opportunity.


Exercise Appropriate Training Skills and Attitudes


These will be discussed in depth in the ensuing pages.  Appropriate training skills and attitudes are complementary; you cannot really have one without the other.  Similarly they are not compensatory; you cannot fully make up for a lack of skills by supportive and encouraging attitudes or vice-versa.


Agree Objectives for Learning and Improvement


In many instances the delegate is being trained in order to improve some aspects of his/her performance.  Simply exhorting him or her to ‘do your best ’ to bring about improvement may have a very limited motivational impact.  It is better if the delegate is working toward a clearly defined objective that is time-bounded, measurable, achievable, stretching and timely.  Preferably, the Trainer and the delegate should not only have decided jointly on the area or areas for improvement but also on the objectives to be achieved.  Such participation is more in line with the philosophy of training being advocated.

In addition to objectives for task improvement, the delegate and Trainer should also agree what learning objectives should be achieved.  This may be particularly relevant for training opportunities coming under the special assignment label.  The learning objectives that are set may be related to new knowledge, skills, or personal development.


Review Progress and Provide Assistance


It is extremely important that the Trainer and delegate periodically review progress toward the task or learning objectives.  The Trainer will need to exercise relevant interpersonal skills and adopt a supportive attitude in order to encourage the delegate to be forthcoming about any problems or difficulties he or she may face.


Review and Confirm New Learning


Whether or not the task objectives have been achieved should not minimise the importance of reviewing the learning objectives.  Of particular significance are the implications of what has been achieved in respect of how the delegate tackles similar or related situations in the future.  Of course, it is critical that the delegate is given further opportunities to reinforce and consolidate the new learning.  Letting new knowledge and skills lie fallow is a recipe for frustration and job dissatisfaction.


  • Prosell offers a program that combines sales training and sales coaching.  It is based on recognised research, which tells us that training alone has limited impact and that when supported by skilful coaching, has 74% more chance of being implemented.
  • Prosell has resources to deliver these programs across Australia, covering Sydney, Melbourne, Brisbane, Perth, Adelaide and Canberra.
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